Join Us for Our Upcoming Compliance Webinar Series
HR Knowledge has partnered with TASC, a leading provider of third-party administrative services, that are second to none, to provide you exceptional outsourcing of all your ancillary employee benefits.
We are excited to offer our valued clients the HR Knowledge and TASC complimentary compliance webinar series. This webinar series will cover three vitally important areas for businesses to administer properly or face potentially costly consequences: the Family Medical Leave Act (FMLA), the Employee Retirement Income Security Act (ERISA), and the Health Insurance Portability and Accountability Act (HIPAA).
Thursday, December 10, 2015
Thursday, March 10, 2016
9:00 – 10:00 AM EST
Employers face strict deadlines for disclosing Plan information to all eligible employees. And all Plan Sponsors and Plan Administrators with ERISA Plans must follow a strict fiduciary code of conduct. You may be at risk and not even know it! Failure to comply with ERISA requirements can be extremely costly. Consequences for non-compliance may include government penalties, even employee lawsuits.
Thursday, January 7, 2016
Thursday, April 14, 2016
9:00 – 10:00 AM EST
The Health Insurance Portability and Accountability Act (HIPAA) requires protection for individually identifiable health information (otherwise known as Protected Health Information (PHI)). Under the Privacy Rule, individuals are entitled to certain rights with respect to their PHI, and covered entities must comply with certain administrative requirements to protect the privacy of PHI. While employers generally are not covered entities their health plans are, and employers who sponsor a self-insured health plan, Flexible Spending Account plan and/or a Health Reimbursement Arrangement plan administered by a third party must comply with these privacy and security requirements. To satisfy the Privacy Rule, employers/plan sponsors accepting PHI must, among other things, (a) specify that disclosure of PHI is permitted only upon receipt of written certification, (b) establish an adequate “fire wall” around employee PHI, (c) provide certification that the Plan Document includes necessary restrictions and, (d) provide a HIPAA Privacy Notice to their employees. In addition, to satisfy the HIPAA Security Rule the employer must have in place certain safeguards, policies and procedures to protect the security of electronically transmitted and electronically stored PHI.
Thursday, February 11, 2016
Thursday, May 19, 2016
9:00 – 10:00 AM EST
Join HR Knowledge and TASC for a dive into the complexity of The Family Medical Leave Act (FMLA) compliance. There’s a way to guarantee compliance with this federally mandated program and to streamline the process at the same time. FMLAMatters is doing both for more and more employers. Shift your FMLA administration to FMLAMatters and lighten the workload on your already overburdened Human Resources Department. *For companies with more than 50 employees, FMLA guarantees eligible employees the right to take up to 12 weeks of unpaid leave annually due to certain family reasons, such as the birth or adoption of a child or serious health condition for themselves or a family member.
This content is provided with the understanding that HR Knowledge is not rendering legal advice. While every effort is made to provide current information, the law changes regularly and laws may vary depending on the state or municipality. The material is made available for informational purposes only and is not a substitute for legal advice or your professional judgment. You should review applicable laws in your jurisdiction and consult experienced counsel for legal advice. If you have any questions regarding this advisory, please contact HR Knowledge at 508.339.1300 or email us at HR@hrknowledge.com.